Commonly asked overtime pay law questions about AARP:
- What is AARP?
- Who Does AARP Employ?
- Where is AARP Located?
- AARP Overtime Pay Lawsuit News
- What are the Laws for AARP Employee Overtime Pay?
- Are AARP Employees Entitled to Overtime Pay?
- Does AARP Have to Pay Overtime Wages to its Employees?
- Has AARP Been Involved in Overtime Pay Lawsuits?
- AARP Overtime Pay Lawyer Review
What is AARP?
The American Association of Retired Persons, more commonly known as AARP, is a nonprofit, nonpartisan social welfare organization that helps all people aged 50+ and their families in areas such as healthcare, employment, income security, retirement planning, affordable utilities, and protection from financial abuse.
The company was founded in 1958 by Ethel Percy Andrus. Today, AARP has membership reaching nearly 38 million people.
Who Does AARP Employ?
AARP employs more than 45,000 people. Our experienced overtime pay lawyers handle cases for all AARP employees, including the following:
- Customer service representatives
- Call center employees
- Financial representatives
- Various types of office employees
- Contract employees
Where is AARP Located?
AARP’s corporate headquarters is located in Washington, D.C. The company has offices in all 50 states, the District of Columbia, Puerto Rico, and the U.S. Virgin Islands. Chances are, there are multiple locations near you.
Some of the U.S. locations include:
- Atlanta, Georgia
- Austin, Texas
- Baltimore, Maryland
- Boston, Massachusetts
- Charleston, South Carolina
- Charlotte, North Carolina
- Chicago, Illinois
- Columbus, Ohio
- Dallas, Texas
- Detroit, Michigan
- Indianapolis, Indiana
- Las Vegas, Nevada
- Minneapolis, Minnesota
- Nashville, Tennessee
- New York, New York
- Phoenix, Arizona
- Pittsburgh, Pennsylvania
- San Francisco, California
- Tampa, Florida
- Washington D.C.
AARP Overtime Pay Lawsuit News
Related AARP Overtime Pay Lawsuit News
What are the Laws for AARP Employee Overtime Pay?
Under the Fair Labor Standard Act (FLSA), many AARP employees are considered non-exempt and therefore entitled to overtime pay.
If an employee is non-exempt under the FLSA, the law requires that they are paid overtime wages of one and one-half times their regular rate of pay for every hour past 40 in one week.
The FLSA has several exemptions, however, that would preclude employees from receiving overtime pay. For example, employees with “administrative” or “professional” roles may fall under these exemptions.
It is important to note that exemption is not determined solely based on job title. Rather, job description, job duties, rate of pay, and hours worked are used to determine if an employee should receive overtime pay.
On top of the FLSA, some states have their own overtime pay laws. These laws may complement or contradict the FLSA, so it is important to consult an experienced attorney who is familiar with all the applicable overtime pay laws.
Are AARP Employees Entitled to Overtime Pay?
Some AARP employees are required to work double shifts, as well as additional time before and after their scheduled shift. As a result, many AARP employees end up working more than 40 hours per week, and are therefore entitled to overtime pay.
Employees who are exempt under the FLSA are not entitled to overtime pay. Whether or not a AARP employee falls under the “administrative” or “professional” exemptions is determined based on job description, job duties, rate of pay, and the number of hours worked.
Employers often deny or unlawfully refuse to pay overtime by misclassifying the positions of the workers, claiming that they are exempt when, in reality, they are not. For example, AARP location managers may be classified as exempt by the company based on their “manager” title, when, in reality, their job duties reflect a non-exempt position.
Under the FLSA, workers classified as “managers” can be overtime exempt, but must perform certain duties vital to the businesses operations including hiring and firing subordinates, creating work schedules and setting employee pay. Companies often give titles like “manager” or “supervisor” to workers who do not perform necessary duties, as a means to avoid paying overtime and keep payroll down.
AARP may also require their employees to report to work early but not “punch the clock” until later or strike hours off of time cards, or they may refuse to pay employees for work done before the shift starts and after they punch out for the day. These are violations of the Fair Labor Standards Act (FLSA) and can give rise to an overtime pay lawsuit.
An experienced overtime pay attorney will be able to analyze your case in the context of the FLSA and your state’s laws to determine if you are due overtime wages from AARP.
Does AARP Have to Pay Overtime Wages to its Employees?
In many cases AARP is required to pay overtime wages to employees that work more than 40 hours in one week. This excludes employees who are considered exempt under the FLSA.
Exemption is not cut and dry; the FLSA is a complicated law and state laws can complicate the picture even further.
If you believe that AARP owes you overtime pay, it is best to consult an attorney who has experience with the FLSA and state overtime wage laws.
To determine whether you are eligible for filing a wage claim, contact our experienced AARP Overtime Pay Lawyers at (855) 754-2795 for a Free Consultation to discuss your case or complete the Free Unpaid Overtime Case Review Form on this page. We will discuss your situation and determine if you have a claim. If you are owed unpaid wages, we will represent you under our No Fee Promise, which means there are never any legal fees or costs unless you receive a settlement.
Has AARP Been Involved in Overtime Pay Lawsuits?
Over the past several years, current or former employees have brought a number of lawsuits against companies like AARP in an effort to reclaim lost overtime wages. If you believe AARP is denying you overtime wages, you could have a case similar to that of a previous lawsuit. Here are a few examples of such lawsuits:
- An overtime pay lawsuit was filed by Yelp employees against the company for unpaid wages. The Yelp call center gents worked a full-time schedule and were required to use Yelp’s computer networks, programs, and applications in order to perform their jobs. However, the agents were required to perform off-the-clock work to boot-up their computers and software programs before their shifts, and to shut-down the computers after their shifts. The agents were not paid for their off-the-clock work, which amounted to 10 to 25 minutes of unpaid work per day.
- Even large companies such as JPMorgan Chase are susceptible to misclassifying employees leading to lawsuits. Assistant Branch Managers alleged just that, and have recently been awarded $16.7 million dollars in back pay. Of the roughly 5,400 employees, each member will receive $3,000 each for their claims that date back to 2012. JPMorgan Chase stated employees were getting a great deal seeing as many of the employees involved did not work overtime hours often. JPMorgan Chase also pointed out that branches are seldom open for more than 40 hours in a week, and that number is offset by breaks and lunches.